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(p.280) Succession planning focuses on high-potential employees.
Answer:[membership level="2,3,4,5"]
TRUE
Succession planning focuses on high-potential employees, that is, employees the
organization believes can succeed in higher-level business positions such as general
manager of a business unit, director of a function, or chief executive officer.[/membership]
Mimi feels that her being denied promotion has more to do with her being a woman than
with her performance. However, her supervisors and the HR department are refusing to
hear her case. This indicates that Mimi has been denied her right to due process.
Answer:[membership level="2,3,4,5"]
TRUE
The right to due process states that if people believe their rights are being violated, they
have the right to a fair and impartial hearing.[/membership]
High-performance work systems have been essential in making organizations strong
enough to weather the storm of a recession and remain profitable when the economy
begins to expand after the recession.
Answer:[membership level="2,3,4,5"]
TRUE
High-performance work systems have been essential in making organizations strong
enough to weather the storm of the recent recession and remain profitable when the
economy slowly begins to expand again.[/membership]
Under profit sharing, payments are a percentage of the organization's profits and become
part of the employees' base salary.
Answer:[membership level="2,3,4,5"]
FALSE
Under profit sharing, payments are a percentage of the organization's profits and do not
become part of the employees' base salary.[/membership]
Third-country nationals are employees from a country other than the parent country or the
host country.
Answer:[membership level="2,3,4,5"]
TRUE
Third-country nationals are employees from a country other than the parent country or the
host country.[/membership]
(p.356)Pay grades allow rates of pay for individual jobs to be more precisely matched to
market rates and the organization's job structure.
Answer:[membership level="2,3,4,5"]
FALSE
A drawback of pay grades is that grouping jobs will result in rates of pay for individual
jobs that do not precisely match the levels specified by the market and the organization's
job structure.[/membership]
Generally, team awards do not use cost savings as a performance measure.
Answer:[membership level="2,3,4,5"]
FALSE
Team awards are similar to group bonuses, but they are more likely to use a broad range of
performance measures, such as cost savings, successful completion of a project, or even
meeting deadlines.[/membership]
The last step in the instructional design process involves choosing a training method.
Answer:[membership level="2,3,4,5"]
FALSE
The last step in the instructional design process involves evaluating the results of the
training to gather feedback for planning future training programs.
[/membership]
According to data from the Federal Mediation and Conciliation Service, the largest share
of arbitration cases involved wages.
Answer:[membership level="2,3,4,5"]
FALSE
According to data from the Federal Mediation and Conciliation Service, the largest share
of arbitration cases involved discharge or other disciplinary actions. Other issues that often
reach arbitration involve wages, benefits, layoffs, work schedules, and management's
rights.
[/membership]
The degree to which a measure is free from random error refers to its validity.
Answer:[membership level="2,3,4,5"]
FALSE
For a selection measure, validity describes the extent to which performance on the measure
is related to what the measure is designed to assess.[/membership]
During a strike, the union members do not receive pay from their employer, but the union
may be able to make up for some of the lost pay.
Answer:[membership level="2,3,4,5"]
TRUE
During a strike, the union members do not receive pay from their employer, but the union
may be able to make up for some of the lost pay.[/membership]
Cultural differences are insignificant while promoting safety internationally.
Answer:[membership level="2,3,4,5"]
FALSE
Organizations need to consider how to ensure the safety of their employees regardless of
the nation in which they operate. Cultural differences may make this more difficult than it
seems.[/membership]
Which of the following is the most widely used method for rating attributes?
A. Behaviorally anchored rating scales
B. Mixed-standard scales
C. Behavioral observation scales
D. Graphic rating scales
E. Critical-incident methods
Answer:[membership level="2,3,4,5"]
D.
The most widely used method for rating attributes is the graphic rating scale. This method
lists traits and provides a rating scale for each trait.[/membership]
(p.277) The final step in the career management process is:
A. self-assessment.
B. reality check.
C. goal setting.
D. action planning.
E. feedback.
Answer:[membership level="2,3,4,5"]
D.
During the final step of the career management process, employees prepare an action plan
for how they will achieve their short- and long-term career goals.
[/membership]
_____ means effective performance management helps the organization achieve its
business objectives.
A. Systematic purpose
B. Investigative purpose
C. Developmental purpose
D. Administrative purpose
E. Strategic purpose
Answer:[membership level="2,3,4,5"]
E.
Strategic purpose means effective performance management helps the organization
achieve its business objectives. It does this by helping to link employees' behavior with the
organization's goals.[/membership]
In the principles of justice followed in systems of disciplining, explanation, consideration,
and empathy are features of _____.
A.retributive justice
B.interactional justice
C.distributive justice
D.benchmarking
E.summary dismissals
Answer:[membership level="2,3,4,5"]
B.
A perception of interactional justice is a judgment that the organization carried out its
actions in a way that took the employee's feelings into account.
[/membership]
If an employee is dismissed on the grounds of poor performance immediately after he/she
complained to higher authorities about the bad work ethics of his/her manager, the
employee could file a(n):
A. affirmative action lawsuit.
B. unjust dismissal lawsuit.
C. reasonable accommodation lawsuit.
D. discrimination lawsuit.
E. tort-based lawsuit.
Answer:[membership level="2,3,4,5"]
B.
With regard to lawsuits filed on the grounds of unjust dismissal, the usual claim is that the
person was dismissed for reasons besides the ones that the employer states. In this type of
situation, courts generally focus on the employer's performance management system,
looking to see whether the firing could have been based on poor performance. To defend
itself, the employer would need a performance management system that provides evidence
to support its employment decisions.[/membership]
Expert systems:
A.can only be used by those employees who have proven expertise in a certain area.
B.could cause errors if the user is fatigued or biased.
C.are typically unstable.
D.deliver quality at a very highcost.
E.help many people to arrive at decisions that reflect the expert's knowledge.
